As of the 2019/20 academic year, the University of Information Technology and Management in Rzeszow has a policy against bullying, discrimination and violence against students, as well as against university employees.
As of the 2019/20 academic year, the University of Information Technology and Management, based in Rzeszów, has an Anti-Harassment, Discrimination and Violence Policy for employees and an Anti-Discrimination and Violence Policy for students and postgraduate students. They define the rules for dealing with the occurrence of mobbing, discrimination and violence in the academic community and resolving conflicts arising from these phenomena.
A complementary document to the above policies is the Gender Equality Plan adopted by UITM Rector’s Order No. 80/2022 dated November 4, 2022.
The function of the Rector’s Plenipotentiary /Proxy for the prevention of bullying, discrimination and violence is performed by dr Katarzyna Kurzępa-Dedo.
For students
What is the Policy Against Discrimination and Violence against Students and Postgraduate Students?
Acts of discrimination and violence against students and postgraduate students are a violation of generally applicable laws and internal regulations of the University.
What is violence against a student?
Violence includes acts of physical, verbal, psychological and sexual aggression, as well as cyberbullying (online violence), harassment, blackmail and other forms of violence.
How should a student report violence or discrimination?
A student who believes that he or she has been the victim of discrimination or violence by another student or university employee may file a complaint in writing or electronically with the attorney. The Rector’s plenipotentiary/proxy for the prevention of bullying, discrimination and violence at UITM is dr Katarzyna Kurzępa-Dedo.
What elements should a complaint contain?
The complaint should include:
- the date;
- a description of the facts of the case;
- an indication of exactly which actions or behaviors of another student or employee of the university are (in the opinion of the student filing the complaint) a manifestation of discrimination or violence;
- indicating the name of the person or persons who, in the student’s opinion, are the perpetrators of discrimination or violence;
- justification and indication of evidence that the discrimination or violence has occurred or continues to occur;
- signature of the student filing the complaint.
The Plenipotentiary/Proxy examines the complaint formally and then forwards it to the Rector, who convenes a committee. The burden of proving the falsity of the accusations rests with the person named as the perpetrator of discrimination or violence.
E-mail address to the Plenipotentiary/Proxy: pelnomocnikmdp@wsiz.edu.pl
For employees
An employee may be discriminated against in terms of:
- establishment and termination of the employment relationship,
- terms and conditions of employment,
- promotion,
- access to training for professional qualification, against all or a significant number of employees, unless the provision, criterion or action is objectively justified in view of the legitimate aim to be achieved and the means of achieving that aim are appropriate and necessary.
How should an employee report discrimination, harassment or violence?
An employee who believes that he or she has been the victim of discrimination, harassment or violence by a student or other employee of the university may submit a complaint to the attorney in writing or electronically. The Rector’s plenipotentiary/proxy for the prevention of mobbing, discrimination and violence at UITM dr Katarzyna Kurzępa-Dedo.
What elements should a complaint contain?
The complaint should include:
- the date;
- a description of the facts of the case;
- indication of exactly which actions or behaviors of a student or other employee of the university are (in the opinion of the employee filing the complaint) a manifestation of discrimination or violence;
- indication of the name of the person or persons who, in the employee’s opinion, are the perpetrators of discrimination or violence;
- justification and indication of evidence that the discrimination or violence has occurred or continues to occur;
- signature of the employee filing the complaint.
The Plenipotentiary/Proxy examines the complaint formally and then forwards it to the Rector, who convenes a committee. The burden of proving the falsity of the accusations rests with the person named as the perpetrator of discrimination or violence.
E-mail address to the Plenipotentiary/Proxy: pelnomocnikmdp@wsiz.edu.pl
